Team Programs | CEO SoundLab

Team Programs

AI can count the ums.It cannot tell you why.

Your team can already buy an app that counts their filler words for thirty dollars a person. What no software can tell them is why it happens, or how to change it. The rushing, the freezing, the voice that thins out when it matters, is a nervous system doing what it learned to do.

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The programs

Three Programs

Each runs as a cohort program, a workshop, or a full day, built to the size and shape of the team.

In the room

The Art of the Introduction

The verdict arrives in under a second. The introduction lasts ninety.

A listener's read on your trustworthiness forms in under a second, and more time does not change it. It only makes them more certain. Everything after that either confirms their verdict or works against it. Each person records a real introduction before they know what is being assessed, then again at the end.

Best forClient facing teams, onboarding and enablement, professional services, sales and customer success.

On camera

The Screen Test

The small rectangle is now where most first impressions happen, and nobody was trained for it.

Framing, lighting, eyeline, energy at distance, and the particular way a voice thins out through a laptop microphone. Same method as the room version, built for the medium where your team actually meets clients. Most people have never watched themselves the way a client does.

Best forDistributed and hybrid teams, remote sales and customer success, anyone whose first meeting is a video call.

Running the room

The Science of Attention

How to hold a room, build psychological safety, and get people talking honestly.

For the people who run the meetings, the trainings and the town halls. The four stages of psychological safety, in order. How to structure an activity so nobody is confused about what to do. Emotional arc borrowed from musicianship, register shifts borrowed from martial arts, and why novelty resets a room's attention. The final third is live practice.

Best forLeadership development, train the trainer, managers who teach, organizations where senior people facilitate.

The method

How every program runs

All three programs run the same four steps. Software measures the output. A person diagnoses the cause.

Blind baseline

Each person records a real task before they know what is being assessed. Voice analysis returns the numbers: pace, filler words, pauses, pitch, volume.

Diagnosis

The part software cannot do. Not that someone used thirty four filler words, but why they did. What their nervous system does under pressure, and what it costs them in the room.

Two speeds of work

Techniques they use the same afternoon, before the next meeting. Then the deeper work, for the pattern that keeps firing anyway.

Measured again

The same task weeks later, played side by side. Each person gets their own before and after privately. The organization gets aggregate movement and a read on who would benefit from more.

Where the method comes from

Three hundred voices, three days.

Every year for twenty seven years, as a conductor, Dr. Normandie has auditioned, scored and placed three hundred or more singers inside a few days. Listen, diagnose, decide, move on, and be consistent enough that the results hold up when somebody challenges them. Assessing a room full of people quickly and fairly is not a new problem here.

Formats

Built to fit the team.

Cohort program, four sessions

Workshop, 60 to 90 minutes

Half day intensive

Full day intensive

Small group and live webinar

In person or remote

Teams that want to keep it running in house can train their own facilitators through the Certified Vocal Presence Framework. For conference and all hands sessions, see the keynotes.

Start with a conversation.

Tell me the team, the size, and what has to be true by the end of it.